Labor Relations and Their Effects in an Organization - Research Paper Example

Labor Relations and Their Effects in an Organization Introduction A union is a structured organization that can be of trade, labor or bank. Labor union is an association of employees who come together so as to get security for their wages and better working conditions which help to resolve grievances against employers. Usually, these unions are formed to protect the interests of the employees within the working place. There are different unions that represent different workers working in different occupations. Labor unions are hierarchical with levels of representation. The highest level is the international union. The others that follow are district councils, unions of local jurisdiction that will cover small geographical areas; the district councils represent each geographical area in the United States unions. Labor relations also termed as labor management define business that takes place between the labor unions and employers. There is usually a liaison between the management and the labor union. Large organizations go to the extent of employing a relation specialist to link up the labor union and management. Smaller organizations will have a human resource manager to link up the two. He can then present the interest of the labor unions to the management of the organization at hand. Labor relation activities include negotiation of contracts, employee grievances and complain arbitration, mediation and other business matters. The labor relations ensure that the interests of employees are well presented before the management. Labor union and labor relations impact significantly on an organization. The impact that this labor union and relations have on an organization depend on the relationship that exists between the management in the organization and the union representatives. In an organization that has skilled workers and trades people, there are excellent relations as they readily accept the union. These mean that they have been conditioned to expect these unions. It is, however, not always the case in all organizations as there are those that do not want to make concessions. Concessions apply during contract negotiations. If unions and management are ready to work together, then labor unions will have a great impact on organizations. There are negative and positive effects that accrue from the labor relations and unions that are brought about in the organization. Benefits that accrue to employees are many. Unions have seen wages for employees increased. The high wages also go to the underperforming employees attracting the wrong pool of workers in the organization. These employees may not purpose to increase the output of the organization. These are a loss to the organization as it reduces the level of quality of products and services. Unions conduct a collective agreement bargaining, which pursues the goal of all employees receiving benefits and pensions. This is an additional cost to the organization businesses especially when these pensions are given to retired employees and those that have been laid off. Labor unions require an organization to maintain given employment levels giving a disadvantage to organization, especially during off-peak seasons. They are unable to reduce the number of employees in an organization. Organizations strain to keep up with the union requirements. They may at this period make less profit and still try to work to pay all their employees. The labor unions may be working to protect employees but may in return hurt the organization. Impacts that accrue from changes in the employee relation strategies are that the management will not only make a decision on their own but will include the employees. These include employees that are in labor unions and those that are not. For an organization to accomplish the goals set it must follow the laid down strategies (Mayhew 2010). These strategies are those that were made both by the management and organization. Employees will always feel indispensable when they are included in such fundamental decisions. When employees are working toward the achievement of the objective they feel that they are part of it and for this reason, they perform better (Noe, Hollenbeck, Gerhert, and Wright 2009). Companies and organizations will always be concerned about whether unions formed affect the performance and whether they impact profit in the organization. The unions could also affect the productivity and stock performance which is the interest of all companies. Organizations that practice appropriate employee relation strategy and policies will always have a positive impact. The different changes that are brought about in an organization include increased sensitivity to the age difference when it comes to recruiting, development of employees and the relation policies between employees. There is also flexibility in the structure of working and certain policies like those towards dressing, commuting and flexible hours. Organizations also reward and create recognition, taking the differences of generation into consideration. There is increased training and employee development. Organizations are changing across the United States. This has also seen women progressing and rising in the working industries. There is also a prolonged working period and those past the age of sixty five can remain in work force if they so wish (Subramani & Ramdas 2011). Technology is making everything global allowing cultural diversity to take place. When it comes to retaining employees only the high performing ones are retained. The result of this is high profits that are sustained throughout by the highly motivated workers. With time companies and organizations are proving to be creative in terms of rewarding their employees and recognizing them, so as to retain them. Companies are also becoming diversified when it comes to adverting jobs. They are doing it online. They are doing the best to get the best employees and also be able to choose from only the very best. What companies should learn, however, is that what may work in one organization may not always work in the next. Unions are very much still relevant in the United States Organizations. However, as much as the workforce is working hard to satisfy employers, organizations are themselves, on the other hand, working hard to put off the unions. Organizations work hard to provide for the employees’ needs so that they are kept off from forming the labor unions by simply having no need to do so. Unions educate workers on their rights keeping them enlightened and free from any exploitation in the work place. For this reason, no organization will hurt its employees in terms of payments, working hours or working rules (Vitez 2010). Any organization that wants what’s best for the organization will make sure that all these are followed. These unions are not ignored in America, and the only best way in providing for employees interest is keeping the communication process open between the management and staff. These unions have shaped the working lives of the Americans. The unions paved their way during the Clayton Act of 1914. However, these unions are not as many as they were before 1960. Those that are still there are presenting a variety of professionalism. These unions have made quite a number of unions in the workplace, making sure that the number of working hours are fair enough and that there are leave that are necessary. Unions have also seen that there are safety hazards in the workplace. This is incorporated even to employees that are not in unions, as well. In conclusion, labor unions may have benefited employees in the workplace but may not always act in the best interest of companies or organizations. Unions may have forced organizations to practice certain procedures that may in the short or long run affect the organizations negatively. References Noe, R. A., Hollenbeck, J. R., Gerhert, B., & Wright, P. M. (2007). Safety and Health . In Trends in Human Resources Management.. (2nd ed.). (pp. 134-345). Mc Graw: The McGraw-Hill Companies. Vitez, O. (2010). Do Labor Unions Have an Impact on Organizations?. Small businesses, 3(7), 134-156. Read More